The development and implementation of human resources policies is crucial to obtaining and retaining a high performing workforce. The policies need to reflect the strategic objectives of organisations together with recognizing the impact of wider demographic, sociological and technological trends and consider the medium and longer-term implications of these. Therefore the workforce requirements need to be considered strategically and help deliver national priorities as set out in local delivery or business plans. It is essential that there is a clear 'line of sight' between human resources practices and the delivery of high quality services. Of central importance is creating the 'right' culture and developing 'customer' focused values. This section outlines the thinking behind these goals, and explains the various strategies that are helping to achieve them.

Our training programs refer to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relates to specific useful skills. They form the core of apprenticeships and provide the professional developement.

They ars concerned with workplace learning to improve performance. Such training can be generally categorized as on-the-job or off-the-job. On-the-job describes training that is given in a normal working situation, using the actual tools, equipment, documents or materials that they will use when fully trained. On-the-job training is usually most effective for vocational work. Off-the-job training takes place away from normal work situation which means that the employee is not regarded as productive worker when training is taking place. An advantage of off-the-job training is that it allows people to get away from work and totally concentrate on the training being given. This is most effective for training concepts and ideas.